Shared by Jon Chappell, National Centre for Domestic Violence (NCDV)
Chloe (name changed) told us:
“I used to believe that when I left home for work, I was escaping, if only for a few hours. At my desk, surrounded by emails and deadlines, I thought I could breathe again but I was wrong, domestic abuse doesn’t stay at home. It follows you into your office, your inbox, your commute,
your every anxious glance at your phone”.
At the National Centre for Domestic Violence (NCDV), we hear stories like Chloe’s every day.
Stories that reveal a truth many workplaces still don’t see, domestic abuse doesn’t end when the workday begins. The workplace isn’t always a safe place.
Chloe continues “My abuser knew where I worked. They would call my office dozens of times a day. When I stopped answering, they emailed. When I stopped replying, they showed up. Sometimes they’d sit in the car park, waiting for me to leave”.
Research shows this isn’t unusual.
According to the Trade Union Congress (TUC), over 1 in 10 survivors say their abuser has harassed them at work through calls, messages, or visits. Nearly half report that their abuser has turned up at or near their workplace; and in 16% of cases, the abuser even works in the same place. Imagine the fear of knowing your abuser could walk past your desk at any moment. Abuse affects performance, but it’s not about “poor work”. Chloe said “When I started missing deadlines or calling in sick, I felt guilty. I told myself I just wasn’t trying hard enough but I was
trying I was surviving”.
Domestic abuse drains everything: your focus, your confidence, your energy. Nine out of ten survivors say it affects their ability to work. Half have had to take time off. Some lose their jobs entirely, not because they lack ability, but because they’re living in crisis.
For many, work could be a lifeline, a place of routine, stability, even safety, but only if the workplace recognises what’s happening.
Why employers need to act
Domestic abuse is not just a personal issue; it’s a workplace risk. When an abuser targets a partner at work, it can endanger not only that individual but colleagues, security staff, and even customers, ignoring the signs isn’t neutral, it’s unsafe. Yet, research shows that only around 5% of UK employers have a formal domestic abuse policy. That means most organisations are unprepared to respond, even when the warning signs are clear. Employers have a legal and moral duty of care and they can make the difference between silence and safety.
What employers can do right now
At NCDV, we urge every workplace to take three simple steps:
Create a clear domestic abuse policy
It should include procedures for confidential disclosures, safety planning, and signposting to professional support.
Train managers and HR teams
Many employees will only ever tell their line manager. Make sure that person knows how to respond with compassion and awareness not suspicion or disbelief. Put up posters, post intranet messages, and encourage team discussions, all this can signal to survivors that help is available and to perpetrators that the workplace takes abuse seriously.
A message to survivors
If you’re reading this and some of it feels too close to home, you’re not alone. You are not to blame for the abuse. You deserve safety and support, both at home and at work and you can find more information on the NCDV website support organisations here: Partnerships – NCDV
A Final thought
Domestic abuse thrives in silence — and the workplace has a powerful voice. When employers choose to see, listen, and act, they don’t just protect their staff, they help save lives, and show that domestic abuse does not work for them.
Sources:
ONS blog 16/5/25 providing a better understanding of domestic abuse.
TUC Support in the workplace for victims 5/10/20
EIDA – Role of the Employer
British safety council – Domestic Abuse Why it is your business 1/12/23